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Don't see how that's strictly better since the person loses out on potential feedback from the PIP vs straight firing.

PIP also doesn't prevent someone from getting severance, firing is firing.

I see your point. My points are that if one really wants to show respect then (a) don't waste people's time and (b) give them a respectable severance. If you can do (a) and (b) via a PIP process, then that's cool.

Interviewing fulltime vs potential feedback? Notice pay is different from severance.

They can just stop working on the PIP if they don’t care to turn it around

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